It’s great to see you Helen! First off, why don’t you tell us a bit about your career background
I worked in IT recruitment for an international business for two years and then moved to Scantec’s sister company, where I spent eight years hiring across all aspects of Software Engineering, Cyber Security, Infrastructure, Project Office and Risk/Business Change.
We recognised that what Scantec was best known for was the Engineering arm of the business but not so much the Professional Services offering. This was when we decided to consolidate all our efforts towards meeting those needs across the entire sector.
Following maternity leave, I moved over to Scantec’s Engineering division to deliver permanent recruitment solutions to clients within the Nuclear, Defence, Oil & Gas, Petrochem, Transport and Energy industries.
My latest role is challenging, but it’s a core part of the business and something I’m really throwing myself into and enjoying. Traditionally, Engineering has had a contract weighted workforce, but the way the market is shifting - particularly post-Covid - our clients want more permanent resources at their fingertips. We make sure that we can successfully support and deliver the talent they need as effectively as possible. I’m grateful for the brand that Scantec has been able to establish over the past 30 years. We’ve worked on some really high profile and interesting projects with a host of great clients.
What are the benefits of working at Scantec?
Employees at Scantec can expect to enjoy flexibility, a great work/life balance with the opportunity for hybrid working. The company is also willing to accommodate individual personal needs. This means that I can do the school run and be there for my daughter. In the past, I’ve worked full-time over 4.5 days, meaning I had time in the week to take my daughter swimming. Now I do four days of reduced hours because that works for me right now and the rest of the team are open to that. I just make sure that I set my own work pattern and work around it so that I can be there for school plays and sports days. I think this is important because nobody wants to feel like they’re being micromanaged. Another great aspect of working here is that managers truly care and take the time to get to know you as a person and your life and family outside work.
How would you describe Scantec’s culture and approach to working?
The culture and environment isn’t at all cutthroat. If you don’t bill one month then you’re not going to be let go because it’s all about the bigger picture. We also fully buy into our MD because he’s very passionate about the business.
We approach recruitment sensibly, rather than being governed by stringent KPIs. Instead, it’s more about your own personal performance and ratios. If you need to send three CVs to get an interview, then that’s down to you and this encourages autonomy and accountability. As a manager, I’ll sit down with our consultants and show them their targets, based on their average fee and how many interviews they’ve facilitated. It’s really a case of tracking back, taking people through the cycle and showing them so they understand what they have to achieve in a way that's measurable, makes sense and so they understand why they're doing and why.
Ultimately, we’re in a sales environment and we do have targets to achieve for the business but we don’t pluck them out of thin air. A lot of thought, strategy and analysis goes on behind the scenes as to what is feasible for someone, based on their skill level.
We’re also discerning when it comes to the types of businesses that we want to support in the long term across our core disciplines. We place focus on what we’re good at so we can keep getting better and that's been a real positive for us as we grow.
Across the business there’s trust and reward and people are motivated as a result, from the top down. Our people stay with us long term, rather than flit in and out of the business. If your values align and you hold yourself accountable to achieve and deliver, then you’ll have so much support from the company. It’s about hiring the right type of people, not just for their recruitment skills, but who are a good overall fit and will drive the business forwards.
What kind of development opportunities are available across Scantec?
There is a clear pathway to success with various career routes and avenues to go down at Scantec, which is refreshing. You might be a high fee earner, but that doesn’t automatically mean that you’ll want to become a people manager and Scantec won’t force anyone into a role that doesn’t work for them. We instead let people focus on what they do best for the good of the business. In my role I love that I get to do a mixture of billing, hitting my targets, knowledge sharing, talent development and managing people.
The wrong managers can stifle the growth of a company and this affects staff retention. I like that here, if people don’t necessarily want to be a biller, then the resourcing route is open to them and can result in a long term career option. Our progression routes are open and transparent and measurable. Everyone knows what they need to do to get to the next level. You can also go on what we call a Promotion Plan if you make it clear that you want to further your career. The wider team will support those wishes every step of the way.
What’s next on the horizon for Scantec?
We need more great people because we’re really busy, growing all the time and want to maintain our outstanding service delivery. However, we won’t hire just anyone. We have to make sure that their values align with ours and then we can provide the necessary skills and experience. We need people who have drive and want to apply themselves in the recruitment industry.
We’re also currently bringing in new clients each month and the good news is that this gives our candidates better career options. In turn, our clients want more high calibre candidates than ever so everyone can benefit from this scenario. The market is booming and we’re continually expanding our offerings within the nuclear and defence industry, as well as other emerging markets. We need to make sure that we deliver effectively and do our utmost for our clients and candidates.
What are the key skills you look for when recruiting to Scantec?
It’s all about people having the right behaviours and the ability to hold themselves to account. They also need to be motivated, personable, enthusiastic, good listeners and thirsty for knowledge. The Engineering market is very technical and requires a consultative approach, so we need people who are able to listen, respond to clients and be discerning. They need to understand what the client wants and present the right options.
We’re intuitive and do a lot of speculative work, which works well as the market is so buoyant at the moment. When we have multiple roles on the go, we will let a client know that we’re working with a certain candidate who they might be interested in. Permanent recruitment is different to high volume hiring. People need to listen carefully, exercise common sense and come to work with a positive attitude.
What would you say to someone thinking of coming to work at Scantec?
The earning potential is fantastic. It’s great that you have a base salary and then the chance to earn over that. What drives me is that if you’re doing a good job, you will be financially rewarded for it so you carry out that home improvement or go on that family holiday.
Find out how to achieve your ideal career at Scantec
Here at Scantec, we care about finding and developing top talent for our business. If you’re new to recruitment or an experienced professional and want to learn about building a career with us, we definitely want to hear from you. Find out more or contact Andrea Davison at andread@scantec.co.uk.
